Report on Assessing Your Readiness for Agile Development
Many companies and institutions are considering taking steps in the direction of agile development. Agile development promotes planning, development and delivery of a time bound approach which is a process, and it encourages fast flexible response to change (Boehm & Turner, 53). The issues to consider are your current state and possible courses of actions.
The presentation is provided to enable the company make assessment for agile development readiness. The other objective is to objectively evaluate the factors that are strengths and weaknesses in the adoption of agile development.
The company / institution should understand their current position. There should be an objective observation of organizational behaviour along with the company practices and culture. The recording of these items will make for a tangible analysis. The multi-dimensional nature of the company should be explored and understood. This will provide the much needed insight into the relationship between cause and effect necessary for future planning.
The assessment process is divided into the following: planning, carrying out and follow up. The plan should detail the scope of the study along with the objectives. It should also detail the sampling procedures and the expected logistics – costs and manpower. In the conduction of the study data should be collected and analyzed. Data can be obtained from questionnaires, discussions, demonstrations and document reviews (Beck, 76). The analysis method should also be determined. In the follow up the report should be presented and a plan for adoption of agile development drawn.
Fidelity is enhanced with objective analysis by experienced consultants or observers. They should follow an evaluation criterion that adopts a model.
The systems theory involves the study people and culture, tools and technology and processes of operations and how they affect the organisation. The change management theory involves the optimisation of use of resources, motivation of labour force, leadership and measurement in the transitioning of organisations from the current to the future state. All these can be applied in the adoption of agile development.
The strengths and weaknesses of the organisation in terms of people, processes and tools should be analysed. The people of the organisation should be trained to maximise their potential and can also be conditioned to observe certain standards of behaviour. Weakness - there could be antagonistic and negative forces in the labour force which is a hindrance to the company’s progress (Ackoff, 45).
The company should adopt processes and systems that optimise output. The monitoring and evaluation systems of the company should be improved to enhance the reporting efficiency and access to information needed for decision making. Obsolete and rigid systems should be avoided.
The tools and the technology of the organisation should increase the efficiency and reduce the cost of operations. Computerised systems of operations are necessary in many organisations. The company should avoid systems that are cumbersome and consume too many resources.
Results can be presented in the following ways: recommendations, conclusions, kiviat charts, and in strength weaknesses opportunities and threats analyses.
In the absence of fully engaged leaders organisations will be slow to grow and develop. A low assessment does not imply that agile development should not be adopted. The culture and nature of the organisation are the main determinants in the readiness for agile development.
Works Cited
Ackoff, R. The Art of Problem Solving. New York: Wiley. 1978. Print
Beck, K. Extreme Programming Explained: Embrace Change. Massachusetts: Addison-Wesley. 1999. Print
Boehm, B. & Turner, R. Balancing Agility and Discipline: A Guide for the Perplexed. Massachusetts: Addison-Wesley. 2004. Print
